Why is it that the people that complain tend to be the worst performing?
Why is it the people that bash the company they work for are also adding the least value?
Honeywell success starts with each one of you. Be happy. Move the needle. Love the game. Rewire your mind.
And also - people in this forum need to stop being racially charged.
hiring VP that hide in office and dont talk to anyone. that is smart.
Hiring "techs" that can't read schematics.... great idea. Hire button pushers and make Engineering troubleshoot everything
@qk not from my experience but I’m in PA
@qc
This is true about every middle manager. It is not Indian specific. Spans and layers are the problem.
@ps Indian leadership style in my opinion is largely fine at the top (CEO and direct reports). The problem is at the middle management level (Sr Mgr, Director, Sr Director, SBG VP) where it is all a smoke and mirrors game of “visibility” without substance to back it up. And the reality is most at that level who demonstrate such behavior are of South Asian ethnicity. Our leaders at the very top are too trusting of the middle managers who are often purely performative.
@m9 That is what I have hoped for as well and have wanted it to be that way. In my past 5 years hiring in band 3/4 roles, I am yet to see non-hispanic white applicants applying, or proactively interested in deep technical and engineering roles. Leadership hiring maybe easier but hard for engineering roles. Somehow the non-white crowd also has more credentials and technical depth. When I proactively reach out to my white network, the majority either want senior managerial roles only or do not see Honeywell as a favorable employer.
The point I'm trying to make is that this is not systemic and a lawyer who looks at the data can reveal this. Fixing this will require attracting, retaining, and training employees at entry level and continuing to retain them up to senior leadership. I disagree that this is sytemic.
You all need to get off your high horse on India. Indian leadership style is phenomenal and it gets things done. Some of the top leaders in the entire world are Indian, and some of those leaders are at Honeywell.
@m9 recent ,may 25, supreme court rulings removed the disparity of evidence required for discrimination suits. member of a majority class has same rights as minority regardless of background situation. you can not select of filter based on race, religion, s-x etc..
@m7 have to look at local graduate demographics. given 4% average graduate composition for tech degrees (asian removed) your results strongly suggest upstream bias either intentional or not.. probably actionable. need to gather a lawyer and start submitting resumes. even in Arizona 48% of your engineering candidates should be white male to reflect local demographics. very difficult to hide this kind of systemic discrimination.
@m0 white male here hiring in multiple automation businesses for technical roles in mid-management. For at least 3 roles in the past 12 months, we did not receive a single non-hispanic white male who applied. In technical fields, the talent pool who apply seem to be different Asian or Hispanic who apply. The female talent pool also seems small irrespective of ethnicity. I also wish the profile pool was different.
@ke i had this happen as well. 40 resumes with not a single white male and zero local candidates. completely illegal behavior by HR. made two offers both declined.
good luck to them. those days seem to be gone though. vanished the moment the money /grant incentives were turned off. i still get a knot in my stomach doing the company ethics training after seeing that
@hv When I got approval to backfill a recent employee departure (left the company), HR sent me a stack of resumes from "targeted schools" and the resumes were only females and/or minorities. Some good candidates and some very questionable in terms of grades/experience/qualifications.
When fellow employees knew I was hiring, they wanted to advocate for a relative or neighbor or someone they knew was graduating. I couldn't tell them that HR only allowed DEI (in other words no-white males allowed).
How is correcting past ills with new ills make sense?
I work in CLW factory and we have rats everywhere. It's a health hazard.
@gd I had a manager tell me and his other people managers that if we have black direct reports who were on the border line of an HPD rating to always lean towards the higher rating to give them a boost.
This is a place for people to vent anonymously, so obviously everything needs to be taken with a grain of salt, but if you want true “lived experience” VOE, here it is. Including the “racially charged” stuff. Too bad. Indian Mafia is real.
Or ceiling tiles don't fall into your department's area and your manager's office multiple times a year after a heavy rain
@f5 you have a cafeteria? omg.. next you are going to tell me that black soot doesnt rain down from your air vents
Let's start with "performance". As everyone knows, performance is measured at year-end . Except, the senior directors have mandated to the managers and supervisors to revise the measurement to align with the expectation. In other words, so many block 5s, so many inner blocks and so many outer L. So performance is really an adjusted performance in the name of "affordability". Not enough $ to recognize all of the high performers.
As for satisfaction, are we talking VOE? Are we talking employees who post here? Or are we talking the long faces in the group meetings, the dejected looks in the cafeteria or are we talking about the hacks that ask the ridiculous management-serving questions in the Town Hall
The OP shows the traits of a true Honeywell leader.
No supporting data to backup an anecdotal claim
Condescending demands that are not specific, measurable, achievable, relevant, or time bound
Offers up no potential ideas or solutions to help drive a team in a unified direction.
Proving our point within the post itself
@b9 try VP!
Optimism wins over pessimism.
@OP sounds like a director.. correction "senior director" because all mgrs wear capes at honeywell. news flash ... "directors" dont produce value. they are overhead and regrettable expense. if you personally dont create or change the exact thing a customer pays for then your job is ...waste. HR? waste, Management? waste, IT? yep waste. Assembler or Machinist or design engineer or R&O tech? VALUE.
so move the needle ... if you are waste? change your job and do everyone a solid
@OP the correlation between satisfaction and performance is measured to be about 0.30. that equation goes both ways too... get educated.
your ancedotal observations are meaningless without some kind of metric.
i bi--h constantly.. i was also sole or primary author on more than 120 EO released drawings and documents this year all of which were peer reviewed and are visible in the aero tool of record teamcenter. i touched 20 different products with a combined $400M in aop revenue this year. i am the guy the customer asks for when the program is late. hpd time so i just looked those metric up.
what did you get done with your sunny smile?
smiles dont pull the plow.. for real work you want big mean beasts and a whip to control them. wipe the smile off your face.. call mama and tell her you will be late for dinner and get that requirement spec into review by tomorrow at 10am... or dont and find another charge number because mine is closed.
still happy?
grow up.
@a5 this is not true. Our leaders are some of the best. The biggest problem is the effort on the ground. Massive layer of middle managers that do nothing. Front line workers confused because the message from leadership gets distorted via multiple layers in the org.
Honeywell needs to be more flat, which by the way will make us much more efficient and our stock price will go up.
Yea people will lose jobs because the company doesn’t require the overhead. But it will be great for the company.
business success and happiness starts with visionary leaders giving big goals everyone can understand. everything less than that is beuracratic service at best and outright communism at worst. if you are happy searching for the "angry numbers" in the spreadsheet good for you. maybe consider a government job where you can really excel.. maybe trains?
personally the beuracrats at honeywell who never communicate anything more than buzzwords from the latest mckenzie study make me ill and angry. "process" doesnt matter, "tools" dont matter, front line managers with no decision authority dont matter. tell me what product to build and it will get done.
right now the entire company is wasting two years on project winter while starups everywhere are gearing up to take honeywells cherished cash cows.
Thank you troll
@OP the reason this forum exist is because people did not find a way to express their feelings at work. Currently leadership does not want to hear the truth. Now, you can dismiss these people, BUT only if company results are outstanding, we have not seen this company growing, therefore there is frustration with the way it is being led. The results are dismal.
On this statement "people that complain tend to be the worst performing" - the company is not performing the way it is being led - check the stock market results against S&P500. So you are mixing cause with effects.
Stating facts does not mean racially charged. the majority of leaders are from one country. You can pretend that you don't see it, but that is a fact.